[SOLVED] HR Management- Discussion (Peer-Review)

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[SOLVED] HR Management- Discussion (Peer-Review)
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DISCUSSION:1

Introduction

Human resources play an important role in an organization in many areas that range from strategic planning to the company’s image. Human resources specialists in a small business which has experts who provide several services to employees. The areas in which Human resources maintains control can develop an employees’ experience throughout the workforce while strengthening operations in an organization (Boya, & Rao, 2018).

Human resource management also known as personnel management, consists of all the activities undertaken by an organization to ensure that there is an effective utilization of employees to the attainment of group, personal, and organizational goals. An organization’s Human resource management function concentrates on the individual management side (Boya, & Rao, 2018). It has practices that assist the organization to deal efficiently with its employees during the several phases of an employment cycle that include staffing, pre-hire, and post-hire.

Importance of Human Resource Management in an Organization

Human resource improves the organization’s bottom line with its understanding of how human capital affects the success of an organization (Chakraborty, & Biswas, 2019). Leaders with expertise in Human resource strategic management participate in organization decision-making which underlies the present valuations of the staff and projections based on the requirement of the organization. Human resource compensation specialists come up with a practical compensation structure that sets the organization’s wages competitive with other organizations in the area which are in the same industry or organization that are c competing for employees with a similar type of skills (Chakraborty, & Biswas, 2019). Human resources conduct extensive wage and survey of salary to maintain the cost of compensation which is in line with the current financial status in the organization and the revenue that is projected.

The HR Benefit specialists reduce the company’s costs that are associated with attrition, turnover, and hiring replacement employees. They are very important to the organization since they have the necessary skills and expertise to discuss employee group benefits packages that are within the organization’s budget and also uniform with economic conditions (Chakraborty, & Biswas, 2019). Human resource is also familiar with the employee benefits that are most likely to attract and retain them. This reduces the organization’s costs that are associated with attrition, turnover, and hiring replacement employees in the organization. Employers have a responsibility to provide safe working conditions for their employees. Workplace safety and risk management specialists from the human resource area manage compliance with the United States. Health Administration regulations and Occupational Safety that is through maintaining an accurate work log and records, and also developing programs that are meant to reduce the number of workplace injuries (Chakraborty, & Biswas, 2019). Workplace safety specialists also involve employees in promoting awareness and safety handling of dangerous equipment and chemicals that are hazardous.

The human resource employee relations specialists reduce the organization’s exposure and liability related to accusations of unfair employment practices and treatment. The HR identifies, investigates and solve workplace issues that are left unattended, that could be out of control and involve the organization in legal matters that are about federal and state harassment laws and anti-discrimination laws (Salehi, Hoseini Dronkolaei, & Mohammadi, 2017).

Conclusion

Human resource professionals play three main roles in the area of workplace ethics. One role is monitoring, Secondly, investigate grievances bearing on ethical issues, such as violations of employees’ privacy rights, and thirdly, defending the organization’s actions when challenged by the media or a regulatory agency (Salehi, Hoseini Dronkolaei, & Mohammadi, 2017). Furthermore, Human resource professionals should act ethically themselves. When faced with ethical issues, Human resource professionals must be willing to take a stand, even when it means putting their jobs at risk.

References

Boya, V. R., & Rao, K. S. (2018, October). A Study on the Role of Human Resources Management in Achieving Operational Excellence in Pharmaceuticals. In ICRTEMMS Conference Proceedings (Vol. 418, No. 422, Pp. 418-422). Swarna Bharathi Lnstitute of Science and Technology.

Chakraborty, D., & Biswas, W. (2019). Evaluating the Impact of Human Resource Planning Programs in Addressing the Strategic Goal of the Firm: An Organizational Perspective. Journal of Advances in Management Research.

Salehi, M., Hoseini Dronkolaei, S. Z., & Mohammadi, S. H. (2017). Human Resource Strategies Regarding Professional Ethics Staff Of Mazandaran University Of Medical Sciences. Bioethics Journal, 7(24), 37-45.

DISCUSSION 2:


Introduction

The human resource department remains to be the backbone of any operational company or business as it works to ensure that all aspects and components within the institution operate as expected. The company will be in a better position to achieve its business goals and growth objectives if they have efficient and effective human resource management in place. The human resource management team deals with employees’ recruitment, employees’ training, performance appraisals, employees’ motivation, workplace communication, as well as workplace safety (Sengottuvelu, 2017). It is within the mandate of an HR to ensure that the employees have sufficient exposure so that they can handle a wide dimension of activities within the institution.

Chapter 1 Summary

Chapter 1 covers the definition, categorization, and roles of HR in a company. Since HR is the direct leadership of the company operations, he/she should ensure that the operations are cost effective. The company should ensure that the employees’ contribution is maximum enough to meet the company objectives. Another aspect covered under this section is the employees’ management, such as hiring and firing, as well as how HR can help the organization during a business crisis (Meijerink, Bondarouk & Lepak, 2015). The topic covers how HR works to ensure that the working environment is clean, healthy, and safe so that it breeds an ideal situation for the employee to operate to their best potential.

HR Importance

HR is important to today’s organizations in that they help in the employees’ recruitment and training. This is the primary responsibility that the human resource team has in any institution. It is within the mandate of the HR managers to ensure that the design plans and strategies that they will use in hiring applicants so that they can select the right and appropriate kind of people (Meijerink, Bondarouk & Lepak, 2015). The HR manager should ensure that the criteria used for hiring employees to meet the specific job description and that they are tested on levels of competence, professionals as well as ethical standards. The current competition in market space means that the organizations have to ensure that they get the maximum out of their employees (Wilkinson & Wood, 2017). Once the employees have been recruited, they have to be taken through trainings so that they get to understand how the organization operates.

Another importance of HR is performance appraisals. It is the work of the human resource management team to ensure that they award the employees based on their performances (Meijerink, Bondarouk & Lepak, 2015). The main aim here is to ensure that the employees get encouraged in their tasks hence making it possible to get the maximum out of them. The HR team should have supervisors and the leadership teams who work closely with the employees and give the HR the information they need regarding the employee’s progress and performances (Wilkinson & Wood, 2017). Additionally, it is the duty of the human resource department to ensure that they play the role of consultant, mediator, and dispute management so that they effectively sort out such issues. They procedurally solve the matter to a level where the involved parties will feel contended and ready to work together once again.

Conclusion

The increase in the need for the effective performance of HR has seen an increase in companies who are outsourcing HR services such as recruitment companies. The trends mean that the HR as to strategic utilization of hired employees as well as ensuring that the employees have a measurable impact on the organization’s business. The trend also demands adaptive, customer-centered, resilient, and proactive HR personnel as a way of boosting business success, and all these are achievable through the effective HR department.

References

Meijerink, J., Bondarouk, T., & Lepak, D. (2015). Employees as Active Consumers of HRM: Linking Employees’ HRM Competences with Their Perceptions of HRM Service Value. Human Resource Management, 55(2), 29-40. doi: 10.1002/hrm.21719

Sengottuvelu, L. (2017). Development of HRM Framework for Quality Management, Empirical Analysis of HRM Challenges. International Journal Of Human Resource Management And Research, 7(5), 21-28. doi: 10.24247/ijhrmroct20173

Wilkinson, A., & Wood, G. (2017). Global trends and crises, comparative capitalism and HRM. The International Journal Of Human Resource Management, 28(18), 23-28. doi: 10.1080/09585192.2017.1331624

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